Senior Manager, Talent Acquisition

Collectors is the leading creator of innovative technology that provides value-added services for collectors worldwide. We grade, authenticate, vault, and sell millions of record-setting collectibles, all while modernizing and digitalizing the process to further our mission of helping collectors pursue their passions. We’re always on the lookout for talented people to join our growing team. Our services span collectible trading cards, autographs, comic books, coins, video games, event tickets, and memorabilia. Our subsidiaries include PSA, PCGS, Beckett, SGC, and Card Ladder. Since our founding in 1986, we have graded and authenticated millions of items. We employ more than 3000 people across our headquarters in Santa Ana, California and offices in New Jersey, Texas, Florida, Japan, Shanghai, Hong Kong, Canada, Mexico, Germany, and France. As part of our interview process, we request that candidates have their cameras on during video interviews. This helps foster meaningful conversation and allows us to create an experience that closely resembles our standard working environment. Certain interview steps may take place by phone. For remote roles, and at our discretion, candidates may be asked to participate in an on-site interview as part of the final stages of the process. We understand there may be occasional circumstances requiring accommodation and are happy to discuss them as needed. Your recruiter will be able to clarify expectations and answer any questions you have. Collectors is seeking a recruiting leader to drive the evolution, scaling and ongoing management of our Grading, Operations & High-Volume Recruiting function at a pivotal moment of company growth. You will own the end-to-end infrastructure, strategy, and manage the recruiting team powering hundreds of annual hires across production operations, grading & authentication, and critical evergreen and support functions—domestically and internationally. You won’t just run a recruiting function—you’ll optimize it to bring Collectors into our next phase of growth and scale. That means building systems-oriented processes, developing the reporting architecture and capacity models that drive proactive workforce planning, and finding innovative, efficient ways to assess and move candidates at scale without compromising on quality. You’ll partner with senior leaders across the business and serve as a key voice on the Recruiting Leadership Team, reporting to the Head of Talent Acquisition.   While preference will be given to candidates who can work from our office in Santa Ana, California or Jersey City, New Jersey, remote candidates in the United States will also be considered. We believe that there is significant value in in-person collaboration. If you live within a 1-hour commuting distance to one of our offices, you will be required to be onsite most of the time. This will be discussed further as part of the recruiting process. What You’ll Do Lead Recruiting Strategy Domestically & Internationally  Own and scale a high-volume hiring engine delivering 500+ hires annually across production operations, grading & authentication, and core evergreen roles—encompassing both full-time employees and contingent workforce Lead a full revamp of recruiting operations with a design mindset: work in partnership with our Senior People Operations Program Manager & Contingent Worker Program Manager to rebuild workflows and processes from the ground up to optimize speed, quality, and candidate experience at scale. Ensure we have the right overall strategy and processes for contingent workforce hiring. Build a “perpetual motion” talent pipeline—implementing always-on sourcing strategies, campus and community partnerships, and innovative programs that shift the function from reactive to proactive. Develop and execute international recruiting strategy, working alongside local recruiters and Country managers to design scalable hiring infrastructure that supports the business across global sites as Collectors continues to expand. Lead hiring enablement for new markets and expansion efforts—standing up processes and infrastructure before transitioning to local teams. Identify and implement tools, technologies, and automation to increase efficiency and effectiveness without compromising candidate quality. Data, Reporting & Capacity Planning Work in partnership with our Total Rewards & finance team teams to: Build and manage the reporting infrastructure across all staffing pipelines—creating real-time visibility into performance, capacity, risk, and ROI for senior leadership and key stakeholders. Ensure capacity models enable proactive workforce planning and allow business partners to make informed, forward-looking staffing decisions. Establish KPIs and evolve recruiting metrics frameworks; use data to drive continuous improvement, team accountability, and investment decision.  Serve as a trusted analytics resource to executive leadership, delivering clear, actionable reporting and insight. Executive Stakeholder & Vendor Management Partner at the executive level with senior business leaders across Operations, Finance, and HR to forecast hiring needs and align staffing strategies with company priorities. Serve as the primary point of contact for all operations-related hiring with strong executive presence, clear communication, and proactive risk management. Manage and optimize external staffing vendor relationships, evaluating partners on quality, speed, and cost; partner with the Contingent Workforce Program Manager on vendor strategy. Team Leadership Lead, mentor, and develop a team of 5–7 Recruiters and 3 Candidate Experience Leads—building a high-accountability, execution-focused culture where great people want to do their best work. Set clear performance expectations, provide ongoing coaching and feedback, and foster a data-driven, candidate-first environment. Model operationa